Volume 1 Issue 2

Assertive Management - the key to quality leadership

When dealing with performance and behavioral issues with our employees, we demonstrate one of three types of behavior: aggressive, passive or assertive. Each type has a different effect on our employees and on our success as managers.

Aggressive
Aggressive managers communicate their needs, wants, beliefs, opinions, and feelings at the expense of others. They stand up for their rights without considering the rights of anyone else. Their focus is to WIN, which invariably dictates that someone has to lose. They demand obedience and respect from their employees and believe that fear and intimidation are sound motivators to improve performance. They demonstrate a need to dominate and overpower their employees, and think nothing of berating them publicly. Aggressive managers don't listen well. Their basic philosophy is "Management thinks, employees do".

Passive
Essentially, passive managers are the opposite of aggressive ones. They resist dealing with performance and behavioral issues because they don't want to be perceived as the "bad guy". Most passive managers do not express their expectations, needs and concerns to their employees. Some do, but in such a self-effacing and apologetic way that they are often misunderstood and most often, not taken seriously. Passive managers let their employees dictate the quality of their performance. They allow employees to violate their rights and ignore their requests. The basic philosophy of a passive manager is "avoid conflict and please others".

Assertive
Assertive managers communicate in a direct, clear, honest, and appropriate manner. They stand up for their own rights without violating the rights of others. Assertive managers concentrate their efforts on listening to their employees because they truly believe in the importance of feedback. They focus their energy on recognizing the contribution of their employees by communicating their needs, expectations and concerns in a way that demonstrates respect. Assertive managers understand the importance of getting the job done but also recognize that without the commitment or 'buy-in' of the employees, objectives and deadlines will not be met. They are also effective at handling and resolving conflict because they promote open and positive communication.

Compare the three types of behaviour and see how aggressive and passive behaviours create additional and unnecessary conflicts. Aggressive managers produce an environment filled with tension and hostility. They may get a lot of work done, but people resent and dislike them. Passive managers create a work environment that is chaotic, and ineffectual. Their employees may like them, but seldom respect them.

To become competent managers, we must balance our need to get the job done with our needs to avoid conflict and liked by our employees. This balance can be achieved by being assertive.

Benefits of being assertive

• Clear and direct communication reduce the risk of being misunderstood.
• Respectful communication decreases the risk of negative response.
• Recognizing the importance of feedback and of listening allows you to make the right decision.
• Your integrity and self-worth improves as you stand up for what you believe is right.
• Assertiveness allows you to project a confident and self-assured image which earns liking and respect.
• Assertiveness allows you to say NO without guilt.
• The ability to handle and resolve conflicts prevents others from taking advantage of you.
• Being assertive makes you an asset to the organization.